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Whistle Blowing Policy


Whistle Blowing / Public Interest Disclosure Act 1998

Blowing the whistle is not easy and needs careful consideration but is a vital part of Safeguarding Children and Vulnerable Adults in a recent ‘Freedom to Speak’ report highlighted that nurses and particular agency nurses are a vulnerable group to Whistle Blowing due to poor induction around policies and procedures.

Policy Statement

At Vetro Recruitment we are committed to achieving the highest possible standards of service. In order to achieve this standard, we encourage staff to use the whistleblowing policy to report any malpractice or illegal acts or omissions. Vetro Recruitment makes it clear that those reporting such activities will be able to do so without fear of intimidation or reprisal.

Law

This policy has been written to take into account the Public Interest Disclosure Act 1998, which protects workers from suffering bad treatment or losing their job because they have made a disclosure.

Introduction

Whistle-blowing refers to making a disclosure in the public interest regarding the reporting of a suspicious, illegal or dangerous activities where a service user or patient has been put at risk or there is a possibility of imminent harm. This means that you should speak out if you have any concerns about inappropriate or unlawful conduct, financial mismanagement or poor practice and behaviour.

Procedure

All staff have a duty to support and maintain standards of care. If a staff member has any concerns regarding inappropriate behaviour, unlawful conduct, poor practice or behaviour they are expected to raise their concern. You need to have reason to believe that the information you give and any allegation you make is substantially true (suspicion is not enough).

Examples of Concerns:

  • Physical or emotional abuse
  • Bullying
  • Theft, fraud or bribery
  • Health and safety issues and risks
  • Abuse of power, position or authority
  • Failure to treat people with dignity
  • Financial mismanagement

Guidance

The following avenues an Agency Workers can consider when they require advice, discuss or raise a concern.

Your concern must be raised in the public interest – it should be something that needs to be reported for the public good.

  • In the first instance, you should talk to the Clients Line Manager and discuss the issue
  • Raise your concern with Vetro Recruitment
  • If you feel that your concern is not being dealt with or you do not feel comfortable talking to the Clients, Line Manager you should arrange a meeting with a more senior manager
  • Whistle Blowing Helpline for the NHS and Social Care 08000 724725, www.wbhelpline.org.uk
  • CIW - 03007900126
  • Care Quality Commission Tel: 03000616161
  • NMC - 02076377181
  • Police if you believe there is a risk of imminent danger or harm

The people you support confidentiality

If you make the decision to raise a concern you should not breach the people you support confidentiality. Service user, patient or children's information can only be disclosed if you are requested to do so by the Police conducting an investigation.

Bullying or Harassment

If you experience bad treatment such as bullying or harassment because you have spoken up or raised a concern, let your manager know and ask to be protected in line with the Public Interest Disclosure Act.

Vetro Recruitments Role

In all cases, the identities of the parties involved will remain strictly confidential. Any person making a complaint will be informed of this.

All allegations raised or reported to Vetro Recruitment will be dealt with in strict accordance with the law and that all steps required will be taken to keep the source of the report confidentiality.

Serious incidents or allegations must be made directly to either:

Sarah Campbell (Nursing Manager)

Alastair Tulloch (Director of Vetro Recruitment)